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The utilization of Artificial Intelligence (AI) in the workplace has expanded rapidly, focusing not only on improving efficiency but also on strengthening human resource capacity. This review article aims to analyze the contribution of AI in supporting the development of soft skills and the formation of adaptive professional personalities. The method employed is a literature review of academic publications related to the use of AI in developing nontechnical competencies. The findings indicate that AI has been proven to enhance efficiency and productivity through the automation of routine tasks, faster data analysis, and more precise decision-making support. However, the success of AI implementation does not lie in replacing human roles but rather in harmonizing the functions of machine intelligence with the unique abilities of humans, such as empathy, intuition, creativity, and ethical reasoning. Human–AI collaboration emerges as a key approach to ensuring that technology remains human-centered, enabling digital transformation to proceed ethically, inclusively, and sustainably. Additional findings show that AI is capable of providing personalized learning, real-time feedback, and contextual simulations that effectively train communication, collaboration, problem-solving, creativity, and critical thinking skills. Human-centered AI integration also supports the development of professional personalities that are adaptive and responsive to change.

This research is motivated by the importance of managerial skills in improving business productivity and efficiency, particularly in the entrepreneurial sector, which faces the challenges of competition, market changes, and limited resources. The objective of this study is to analyze the role of managerial skills development and its contribution to optimizing entrepreneurial performance. The method used is a Systematic Literature Review (SLR), which examines various relevant scientific publications and then categorizes the findings to obtain a comprehensive overview of effective strategies for improving managerial competency. The results indicate that technical skills, human relations skills, and conceptual skills play a significant role in supporting decision-making processes, resource management, and adapting business strategies to business dynamics. The findings also indicate that training, mentoring, continuous learning, and the use of technology are development strategies capable of significantly increasing productivity and efficiency. The implications of this research emphasize that improving managerial skills is a strategic necessity for entrepreneurs to strengthen competitiveness, increase operational effectiveness, and promote business sustainability. Furthermore, this research provides a basis for the development of more structured training programs and supporting policies to strengthen the managerial capacity of entrepreneurs.

This study aims to analyze the influence of transactional leadership, servant leadership, and work integrity on employee performance at PT. Istana Argo Kartika (Sanken) Surabaya Branch. The research applies a quantitative approach with an associative design to examine the relationships among variables. The population consists of all permanent employees, and because the total number is limited, a saturated sampling technique was used so that every employee could serve as a respondent. Data were collected through structured questionnaires and later analyzed using multiple linear regression to determine both partial and simultaneous effects. The findings reveal that transactional leadership, servant leadership, and work integrity each have a positive and significant impact on employee performance when tested individually. In addition, the combined influence of all three variables also shows a significant contribution to overall performance levels. These results suggest that firm direction, supportive service-oriented leadership, and strong adherence to integrity can effectively improve employee outcomes. Therefore, this study is expected to provide useful insights for management in designing leadership development programs and strengthening human resource strategies.

This study explores the impact of Artificial Intelligence (AI) integration and algorithm transparency on organizational efficiency and perceived fairness in Human Resource (HR) decision-making. Using a qualitative literature review approach, the research examines the mediating role of employee trust and the moderating influence of organizational culture. The analysis focuses on peer-reviewed international studies published since 2020, reflecting the latest theoretical and empirical developments in AI and HR management. The findings reveal that a higher level of AI integration improves decision speed, reduces operational costs, and increases the accuracy of talent allocation. However, these efficiency gains are not independent of ethical considerations. Transparent algorithms are shown to significantly enhance employees’ trust and perceptions of fairness, whereas opaque systems tend to generate resistance and distrust. Furthermore, organizational culture plays a crucial moderating role. Companies with innovative and participatory cultures report better outcomes from AI implementation, while hierarchical cultures are associated with lower adoption success and ethical challenges. This research highlights the importance of aligning technical capabilities with social and cultural factors to optimize the use of AI in HR functions. The study contributes to the discourse on socio-technical systems by proposing an integrative framework that links AI integration, transparency, trust, and culture to key organizational outcomes. Practical implications include the need for transparent system design, ethical governance, and cultural readiness to support responsible AI adoption in HR.

Innovation is the process of optimizing various resources to produce more efficient and sustainable solutions. This study aims to examine the relationship between resources and innovation strategies in supporting sustainable entrepreneurship through a Systematic Literature Review (SLR) approach. A total of 25 scientific articles were analyzed using PRISMA guidelines to examine the role of resources such as human, technological, information, financial, and physical resources in the context of product, process, and managerial innovation. The research findings indicate that the success of innovation is strongly influenced by the organization's ability to utilize and synergize its resources, especially in the development of internal capabilities such as tacit knowledge, research and development activities, and digital technology. Human resource creativity is the main driver of product innovation, while process innovation is strengthened by the application of technology and a learning culture. Managerial innovation is heavily influenced by entrepreneurial orientation and dynamic capabilities in responding to change. The implementation of sustainable innovation strategies such as green, digital, and social innovations also increases business competitiveness through cross-sector collaboration. This study emphasizes the importance of integrated resource management and innovative strategies to achieve sustainability, especially in the small and medium enterprise sector.

This community service program aims to enhance the capacity of students, teachers, and educational staff at SMK Negeri 2 Prabumulih in utilizing artificial intelligence (AI) technology as a medium for promoting the excellence of their study programs. The activity was conducted in the form of a two-day workshop attended by 50 participants, consisting of students, teachers, and educational personnel. The workshop materials covered an introduction to AI, the application of AI in digital promotion, and hands-on practice in creating promotional content using AI, such as chatbots, AI-based graphic design, and data analysis. The results indicate a significant improvement in participants’ skills in using AI technology to support study program promotion, which positively contributed to increasing the interest of prospective new students. This workshop provides a tangible contribution to human resource development at SMK Negeri 2 Prabumulih and serves as a replicable model for community service initiatives in other educational institutions.

This study aims to analyze the performance of village officials in providing public services to the community in Sungai Purun Kecil Village, Sungai Pinyuh District, Mempawah Regency, based on Law Number 25 of 2009. The approach used was a normative qualitative approach with descriptive methods, collecting data through interviews, observation, and documentation. The results indicate that village officials have implemented administrative and social services in accordance with public service principles. However, there are obstacles in the aspects of information transparency, timeliness, and work discipline that affect the speed and quality of service. The human resource capacity of village officials also needs to be improved through training and competency development. This study recommends improving discipline, providing easily accessible information media, and increasing community participation in service performance evaluation as strategies to improve the quality of village public services. Thus, this research contributes to the development of effective and sustainable village public service governance.

The Free Nutritious Meal Program (MBG) is a national initiative to strengthen human resource quality, yet its success depends on schools’ capacity to plan, manage, and sustain implementation. This community engagement program aims to build the institutional capacity of SMP Negeri 7 Jember in planning and executing MBG, enhancing nutrition literacy among teachers, students, and parents, and fostering a sustainable collaboration model with relevant stakeholders. Using a Participatory Rural Appraisal (PRA) approach with a Plan–Act–Observe–Reflect cycle, the activities included baseline mapping of nutrition management, development of an action plan, training and mentoring for MBG SOP formulation, implementation of healthy eating practices, and reflective sessions for sustainability planning. The program resulted in improved managerial capacity, as evidenced by the development and initial application of MBG SOPs, stronger internal coordination, and increased nutrition knowledge, based on pre- and post–training scores. Parental involvement strengthened alignment between school and home practices, supporting the emergence of a healthy nutrition culture.

The purpose of this study is to analyze the strategic role of the Green Human Resource Information System (Green HRIS) in bridging the transformation of human resource management with the demands of Environmental, Social, and Governance (ESG) principles, specifically examining how Green HRIS contributes to sustainable HR practices, organizational performance, and digital HR transformation. Using a Systematic Literature Review (SLR) approach, this study identifies, evaluates, and synthesizes prior research by conducting a structured search across major academic databases—Scopus, Web of Science, Springer, Elsevier, and Wiley—for publications from 2020 to 2025 that address green HRM, HR digitalization, sustainable HR practices, and ESG integration. The review process includes screening titles, abstracts, and full texts, extracting key data, and categorizing findings into environmental, social, and governance dimensions. The results demonstrate that Green HRIS strengthens ESG implementation by reducing paper usage, lowering carbon emissions, and promoting sustainable HR practices such as digital recruitment and e-learning, while also improving governance through enhanced transparency, accountability, regulatory compliance, and real-time reporting. Empirical evidence indicates that Green HRIS fosters employee engagement, organizational innovation, and the development of green competitive advantages. Practically, the study highlights how organizations, policymakers, and HR managers can utilize Green HRIS to optimize digital transformation and meet ESG requirements, thereby reinforcing legitimacy and long-term competitiveness within the green economy. This research offers originality as one of the first systematic reviews addressing Green HRIS in the ESG era, integrating theories such as the Resource-Based View, Technology Acceptance Model, and organizational sustainability theory, while also mapping trends, best practices, and gaps for future research.

This study aims to examine the implementation of Qardhul Hasan in Islamic Microfinance Institutions (Baitul Maal wat Tamwil – BMT) in Indonesia through the perspective of qard and ‘Ariyah contracts. The research applies a qualitative descriptive approach using a library research method. Data were collected from scholarly articles, books, and Islamic finance regulations, then analyzed to assess the alignment between fiqh al-mu‘āmalah principles and real-world practices. The findings reveal that qardhul hasan plays a vital role in community empowerment and in promoting Islamic financial inclusion. However, its implementation still faces several obstacles, including high non-performing financing rates, limited social funds, weak sharia supervision standards, and low literacy in fiqh mu‘āmalah among BMT managers. On the other hand, there are significant opportunities for development through digital transformation, human resource capacity building, optimization of social funds (ZISWAF), and the strengthening of regulations based on maqāṣid al-sharī‘ah. This study proposes an integrative model combining qard and ‘ariyah contracts as an alternative approach to enhance the social function of BMTs while maintaining financial sustainability.

This study aims to describe and analyze the factors that influence employee job satisfaction at PT Trans Jaya Papua by employing a qualitative descriptive method supported by observation and semi-structured interviews with 12 employees across different departments. The findings reveal that job satisfaction arises from a combination of internal and external factors that interact to shape employees’ overall perceptions of their work. Internal factors consist of individual attitudes, motivation, and the quality of interpersonal relationships, all of which determine how employees respond to daily tasks and workplace dynamics. External factors include leadership style, salary, work environment, and organizational support, each playing a crucial role in shaping employees’ sense of stability and fairness. The results highlight that positive work attitudes and effective communication are the most dominant contributors to employee satisfaction, strengthened by adequate compensation and supportive supervision from leaders. The study concludes that job satisfaction can be further improved through transparent communication, equitable reward systems, and consistent leadership involvement in employee development. These findings provide practical implications for management, particularly in formulating more responsive human resource strategies aimed at enhancing employee performance and organizational effectiveness.

School management quality is a vital factor in determining the success of the educational process, yet current efforts often appear partial and sub-optimal due to shortcomings in planning, supervision, and human resource development. This library research, employing a descriptive analytical method and systematic literature review through academic databases, aimed to analyze the crucial role of educational leadership in enhancing school management quality. The findings indicate that the core tasks of educational leadership encompass strategic planning, resource management, academic supervision, and integrated decision-making, all of which are fundamental for quality-oriented school governance. Effective leadership is characterized by vision, strong communication, adaptability, and a deep commitment to professional development. The study concludes that the success of improving school management quality is highly dependent on the principal’s ability to execute leadership tasks that are visionary, professional, strategic, and sustainable. Therefore, it is strongly recommended that principals consistently enhance their managerial and supervision competencies and cultivate a school culture that is professional and oriented towards continuous quality improvement.  

This study aims to analyze the development of Human Resources (HR) and employee performance in improving skills, abilities and behavior so as to improve their performance in carrying out the operations of the Village-Owned Enterprise (BUMDes) of Jatirejo Lendah Kulon Progo Village. The method in this study is a qualitative descriptive method. The data collection techniques used in this study are observation, interviews and documentation. The sample in this study amounted to 7 respondents. While the analysis technique uses a deductive method that analyzes general data to draw specific conclusions. The results of the study indicate that human resource development in improving the performance of BUMDes employees is very important in an organization, Human resources in an organization must have training, knowledge, skills and motivation. Human resource development through education, there are still employees with Junior High School (SMP) education, training has been carried out with Kulon Progo district and D.I. Yogyakarta provincial level, but not all employees participate regularly skills, in general employees have good work skills, although not optimal. Based on the analysis of human resource development to improve employee knowledge, skills and motivation so that they can carry out their duties and responsibilities well.  

The rapid advancement of information technology has compelled digital marketing companies to enhance efficiency and system integration to improve business performance. PT Imused Satria Muda, a digital marketing company focusing on beauty and herbal product promotion, faces challenges in integrating its information systems across divisions such as advertising, content creation, and customer service. This study aims to formulate an information systems and information technology (IS/IT) strategy aligned with the company’s business strategy using the Ward and Peppard methodology. A descriptive qualitative approach was employed, with data collected through observation, documentation review, and structured interviews. The analysis utilized SWOT, Value Chain, and McFarlan Strategic Grid tools to identify the internal and external conditions of the business and IS/IT environments. The results indicate that PT Imused Satria Muda requires the development of a cloud-based Customer Relationship Management (CRM) system, a Digital Campaign Dashboard, and marketing automation tools to enhance digital campaign effectiveness. The implementation plan is divided into short- and long-term stages over five years, focusing on data integration, information security, and IT human resource competency improvement. The proposed strategy is expected to increase operational efficiency and strengthen the company’s competitiveness within the dynamic digital marketing industry.

Civil engineering infrastructure development plays a vital role in driving economic progress and enhancing the quality of life within communities. The success of infrastructure projects depends not only on budgetary and technological factors but also on the quality of human resources (HR) involved in every project phase, from planning to maintenance. This literature review highlights that skilled and competent HR is a critical factor in achieving project success, particularly amidst increasing complexity and the challenges posed by globalization. Key issues faced by the sector include a shortage of skilled labor, high turnover rates, and a misalignment between educational outcomes and the skills required in the field. Additionally, technological advancements, such as the adoption of Building Information Modeling (BIM) and Artificial Intelligence (AI), demand continuous skill enhancement to adapt to the growing automation of industry processes. Effective HR management—encompassing ongoing education, fair incentive systems, and the integration of technology into HR practices—is essential for boosting productivity and mitigating risks during project execution. A comprehensive approach, including a structured HR management system, is required to ensure the sustainability and quality of infrastructure development. This study aims to provide an in-depth understanding of the critical role of HR management in the civil engineering sector and proposes practical recommendations for improving HR quality to meet the evolving demands of the construction industry.  

This study examines the urgency of institutional transparency in the Secretariat of the Bogor Regency Regional People's Representative Council  (DPRD) amid demands for good governance. The objective is to analyze the strategic role of the Public Relations, Protocol, and Publication Team of the Bogor Regency DPRD Secretariat in disseminating public information, with a focus on the use of the @setwankabbogor Instagram account as an instrument of transparency. Using a qualitative approach with a case study design, this research applies qualitative content analysis and observation of Instagram accounts, supported by organizational documentation related to the main tasks of Public Relations. The communication practices found were analyzed based on the theoretical benchmarks of the Two-Way Symmetrical Model and Organizational-Public Dialogic Communication (OPDC). Preliminary research results show that although Public Relations has been effective in documenting protocol and routine administrative activities, content related to core legislative functions such as the budget (KUA/PPAS) and oversight tends to be less dominant than ceremonial posts. The communication model applied still leans toward the Public Information Model, rather than the optimal Two-Way Symmetrical Model. Analysis shows a deficit in dialogic elements, particularly in genuine responsiveness (mutuality) and proactivity in discussing complex public issues, which has the potential to hinder the development of public trust. Optimization requires a shift in strategy towards evidence-based content planning and a focus on proactive dialogue and responsiveness, supported by institutional commitment and increased human resource capacity.

This study explores the implementation of e-Government within the context of Bawaslu (Election Supervisory Agency) and its impact on governance and public trust. The results reveal that, from the support aspect, the success of e-Government implementation is largely driven by the commitment of leadership, which provides essential policies, human resources (HR) training, and technological facilities. However, challenges remain in terms of limited infrastructure and budget constraints at the district and city levels. Regarding the capacity aspect, Bawaslu already possesses competent HR, particularly among the younger generation, and adequate infrastructure. Nevertheless, there is still a need for improvement in the distribution of employee capabilities through continuous training and mentoring. Lastly, from the value perspective, e-Government has proven to deliver tangible benefits, such as increased efficiency, transparency, accountability, and an enhanced public trust in the institution. However, further efforts are required in areas such as system socialization, maintenance, and data security to maximize these benefits. This research highlights the importance of continuous development in both human and technological resources to ensure the optimal success of e-Government initiatives in enhancing governance and service delivery.

This study aims to analyze the information technology (IT) infrastructure of PT RedEx using SWOT and McFarlan Strategic Grid methods to evaluate internal and external factors affecting IT performance and its strategic positioning. The SWOT analysis identifies strengths, weaknesses, opportunities, and threats, while the McFarlan Grid maps IT systems into four quadrants: Strategic, High Potential, Key Operational, and Support. Data were collected through observation, interviews, and documentation. The results show that PT RedEx’s IT infrastructure supports operational activities but lacks real-time integration across branches. Based on the McFarlan analysis, most systems are in the Key Operational and Support quadrants, indicating a focus on daily operations rather than strategic innovation. Recommendations include system integration through cloud computing, digital transformation, and IT human resource development. The study provides insights into strategic IT planning for logistics companies in the digital era.

Efficient and integrated public transportation services are a strategic need in sustainable urban development. The Surabaya City Government through the Transportation Department initiated the Wira-Wiri Feeder service on the Bratang-Pasar Turi route (FD07) as a feeder mode that connects densely active areas in the east and west of the city. This study aims to evaluate the implementation and performance of FD07 services using the public policy evaluation framework of William N. Dunn (2003) which includes the dimensions of effectiveness, efficiency, adequacy, justice, responsiveness, and policy accuracy. The research uses a descriptive qualitative approach with data collection techniques through field observations, in-depth interviews, and documentation studies. The results of the study show that the implementation of FD07 services has been running according to operational procedures with an average of 651 passengers per day, supported by field supervision and the Surabaya Integrated Urban Transport System (SIUTS) digital system. However, there are still obstacles in the form of limited fleet numbers, non-professional drivers, limitations of senior mechanics, and inadequate system development budgets. Dunn's six-dimensional evaluation shows that the effectiveness and efficiency of the service are in the medium category, with the main challenges being the accuracy of schedules and the accessibility of bus stop facilities for people with disabilities. This study concludes that improving the quality of human resources, adding fleets, strengthening digital systems, and massive public socialization are strategic steps to realize effective, inclusive, and sustainable feeder services in the city of Surabaya.

Balikpapan City, as one of the economic centers in East Kalimantan, plays an important role in the development of Micro, Small, and Medium Enterprises (MSMEs). The Goetji, as one of the MSMEs engaged in the beverage industry, faces significant challenges and opportunities in improving its performance and competitiveness. This study aims to analyze the influence of employee work motivation, corporate culture, and corporate atmosphere on business production and economic growth in Balikpapan City. The research method used is a quantitative approach with statistical analysis to measure the relationship between the variables studied. Data was collected through a survey involving The Goetji employees and analyzed using regression analysis to identify the significance of each factor's influence. The results show that employee motivation has a significant effect on the development of The Goetji SMEs, with a significance value of 0.000, indicating a strong relationship. In addition, a positive corporate culture and a supportive corporate atmosphere also contribute to increased productivity and product quality. This positive impact is not only seen in The Goetji's internal performance but also contributes to local economic growth by creating jobs and increasing regional income. This study concludes that strengthening work motivation and a positive corporate culture are key to improving the performance of MSMEs, which in turn contributes to the economic growth of Balikpapan City. Recommendations are provided to continue developing strategies that support these two aspects in order to achieve greater sustainability and growth